Abhilasha Dungarwal 09 April 2018
Siddharth Jain 09 April 2018
Kumar Doab (FIN) 09 April 2018
While posting such queries employee should post basic information!
All communications with establishment so far are verbal or written?
What is this establishment; GOvt, private, Commercial, Industrial?
What is its nature of business say; IT, ITeS?
How many persons are employed in it?
What is your designation and nature of duties?
How many persons report to you?
Do you have any power to sanction leave/increment/appoint/terminate/appraise etc etc ?
You are in which state? Since how many months you are working? Are you under probation period or your service is confirmed in writing?
Did HR person ask in writing to extend your notice period?
Do you have attendance record upto LWD?
Do standing orders (model/certified) apply to establishment and your designation?
What is notice period as per appointment letter/offer letter and what was notice period tendered by you?
Was ever any stinker, memo, show cause notice on any misconduct issued to you?
Does the establishment have its appraisal system? Do you have copy of signed appraisal forms, matrix, KRA’s, performance date? How was your performance?
Are you a member of employee’s/trade unions?
Has the establishment issued/supplied, offer letter, appointment letter, salary slips of all months, PF number and a/c slips of all years, ESIC card, correct FnF statement, Form 16 as per correct FnF statement, acknowledgment and acceptance of notice of resignation/final resignation, acknowledgment of handover of charge, NOC/NDC……………?
You may revert to relevant points.
Name of company etc is not required so don’t post names etc .
Kumar Doab (FIN) 09 April 2018
Ask HR person to supply you the communication sent by IT to anyone say A/c person.
Has A/c person supplied any written communication to you since 94days..including but not limited to new blames and/or to visit HO? Has IT supplied any advance and/or tickets to reach HO and bear Travelling/boarding/lodging expenses?
Ravi 16 June 2018
Dear Sir,
While reading your advise one question comes in my mind, if an employee leaves a company serving the notice period. so is it not the company libilty to clear FNF? and if there is any thing pending from employee side due to wchich FNF is pending, then is company is not accountable for inform the employee regarding same.
Second if FNF is being hold for 2month and suppose the due amount is 1 lakh then what about 2 months interst. So i simply have an enquiry if there is any deadline in labour law to clear FNF process or any time line for companies to inform thier ex employee that why his/her FNF on hold.
Best Regards
Ravi